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Junior HR Business Partner

2 months ago


London, Greater London, United Kingdom British Medical Association Full time

About the Role:

The British Medical Association (BMA) is seeking an experienced HR Generalist to join our team as a Junior HR Business Partner. This fixed-term 3-month contract opportunity is ideal for an HR Adviser looking to step up into their first business partnering role.

As a Junior HR Business Partner, you will work closely with key stakeholders to develop and maintain effective working relationships, support organisational change and restructure processes, and provide advice on HR generalist issues including sickness absence, disciplinary, grievance, performance management and capability.

You will hold and manage a caseload of Employee Relations (ER) cases, ensuring that all HR activities are conducted in a fair, consistent, and professional manner. This role requires excellent communication, verbal, written, and organisational skills, as well as outstanding interpersonal skills to build and develop productive working relations with key stakeholders.

About the BMA:

The BMA is the registered trade union and professional body for doctors in the UK, representing, supporting, and negotiating on behalf of all UK doctors and medical students. We are member-run and led, fighting for the best terms and conditions as well as lobbying and campaigning on the issues impacting the medical profession.

Why Work for the BMA?

We offer a wide range of benefits, including 30 days holiday entitlement, double matching pension contributions, and additional leave entitlement for volunteering or moving house. Our team is passionate about making a difference in the medical profession, and we are committed to providing a supportive and inclusive work environment.

Key Responsibilities:

  1. Provide HR generalist advice and support to managers and employees on a broad range of HR issues.
  2. Develop and maintain effective working relationships with key stakeholders, including managers, leaders, colleagues, and trade union representatives.
  3. Support organisational change and restructure processes, ensuring a smooth transition and minimal disruption to business operations.
  4. Hold and manage a caseload of Employee Relations (ER) cases, ensuring that all HR activities are conducted in a fair, consistent, and professional manner.
  5. Collaborate with key stakeholders to develop and implement HR policies and procedures, ensuring compliance with current employment legislation.